DRUG AND ALCOHOL FREE WORK PLACE. A. The parties mutually recognize the importance of maintaining an educational and work environment free of controlled substances and alcohol that is both safe and orderly for students and Employees and maintains the public trust and confidence. To this end, the parties agree that being under the influence of, the sale, possession, or use of alcohol or controlled substances while on district premises, in district vehicles or while attending to job related responsibilities away from the work site is prohibited
B. Lockers, desks, storage areas, District vehicles and other areas where Employees may store items are property of the District and as such may be searched where reasonable cause exists to believe an Employee has violated Section A above.
C. The provisions of the Omnibus Transportation Employee Testing Act and the rules and regulations adopted by the U.S. Department of Transportation will govern the testing of bus drivers and other Employees in positions subject to the provisions of the Act. The District agrees to post a copy of the Act and the federal rules and regulations in the bus driver’s lounge. Time spent in testing outside of the Employee's work day associated with random testing will be compensated at the field trip rate. Time spent in testing during the work day will be compensated at the regular driving rate. Drivers using their own vehicle for random drug testing will be paid mileage consistent with the current IRS rate.
D. In the event the Board elects to institute a drug and alcohol testing program for Employees not covered by the Act, the Board agrees to notify the Union in writing and to negotiate upon written demand.
E. Nothing contained in this article shall be construed to prohibit the Board from taking disciplinary action based upon test results obtained from police authorities in the course of an investigation.
DRUG AND ALCOHOL FREE WORK PLACE. Contractor acknowledges that Owner is committed to maintaining a drug- and alcohol-free workplace and requires that the on-Site personnel of any Contractor Party performing Work that directly impact Owner’s facilities, equipment, processes, operations, or personnel is free from the effects of alcohol or drugs that may impair work performance. Contractor must maintain a safe, secure, and drug- and alcohol-free workplace at all times during the term of this Agreement. All on-Site personnel of any Contractor Party should avoid involvement with drugs or use of alcohol that could compromise their fitness for duty or ability to work safely.
DRUG AND ALCOHOL FREE WORK PLACE. Grantee shall comply with the provisions of the Governor’s Executive Order 01.01.1989.18 regarding a drug and alcohol free workplace and any regulations promulgated thereunder.
DRUG AND ALCOHOL FREE WORK PLACE.
A. It is the policy of Buckeye Local Board of Education to maintain a drug and alcohol-free work place in full compliance with all applicable federal, state and local laws.
B. The Board may require an employee, or prospective employee, to be tested for drugs or alcohol for the following reasons or circumstances:
1. Post-offer, pre-employment testing
2. Reasonable suspicion testing
3. Post-accident testing
4. Return to work assessment
DRUG AND ALCOHOL FREE WORK PLACE. The Company will enforce and may from time-to-time modify its policy prohibiting the presence of drugs and alcohol in the work place. If the changes in the policy are under consideration the Company will first negotiate the matter with the Union and if no agreement is reached within thirty
DRUG AND ALCOHOL FREE WORK PLACE. It is the policy and
1. Any employee who consumes, possesses or distributes alcohol or controlled substance while in the workplace or while conducting City business shall be terminated from the employ of the City.
2. Any employee who fails to notify the City within five (5) days after they are convicted of a criminal drug offense for a violation taking place in the workplace or while conducting City business, will be terminated.
3. Any employee convicted of the manufacture, sale, or distribution of prohibited drugs, regardless of when or where that act takes place, will be terminated from the employ of the City.
4. The City shall endeavor to provide employees and supervisors with a positive program of drug education and to make everyone aware of help that is available for such a problem. No employee shall be under the influence of alcohol or drugs while at work. No employee shall report to work to perform a safety sensitive function within 4 hours after using alcohol. If an employee is called in for overtime, he/she shall inform the supervisor in charge of the callout if he/she has consumed alcohol within 4 hours prior to the scheduled reporting time, or if he/she is impaired by drugs or alcohol.
DRUG AND ALCOHOL FREE WORK PLACE. A. It is the policy of Buckeye Local Board of Education to maintain a drug and alcohol- free work place in full compliance with all applicable federal, state and local laws.
B. The Board may require an employee, or prospective employee, to be tested for drugs or alcohol for the following reasons or circumstances:
1. Post-offer, pre-employment testing
2. Reasonable suspicion testing
3. Post-accident testing
4. Return to work assessment
C. The Board and Association agree to abide by the following procedures and requirements as relates to the aforementioned drug or alcohol testing:
1. Post-Offer, Pre-Employment Drug and Alcohol Testing As part of the Board's employment procedures, all applicants will be required to undergo a post-offer, pre-employment drug and alcohol test conducted by a contractor the Board designates. Employment depends upon satisfactory completion of the test (i.e. negative test results).
2. Reasonable Suspicion Testing Reasonable suspicion testing will occur when management has reason to suspect that an employee may be in violation of this Policy. The suspicion will be documented in writing at the time the test is requested. A reasonable suspicion test occurs based on:
a. Observed behavior, such as direct observation of drug/alcohol use or possession and/or physical symptoms of drug and/or alcohol use.
b. A pattern of abnormal conduct or erratic behavior.
c. Newly discovered evidence that the employee has tampered with a previous drug or alcohol test. The observation made must be by a trained supervisor. Reasonable suspicion testing does not require certainty, but mere "hunches" are not sufficient to justify testing. To prevent this, all managers/supervisors will be trained to recognize drug and alcohol-related signs and symptoms. Testing may be for drugs or alcohol or both.
DRUG AND ALCOHOL FREE WORK PLACE. Grantee agrees to comply with Maryland’s policy concerning a drug and alcohol- free work place, as set forth in COMAR 01.01.
DRUG AND ALCOHOL FREE WORK PLACE. The Consultant warrants that it shall comply with COMAR 21.11.08 Drug and Alcohol Free Workplace, and that the Consultant shall remain in compliance throughout the term of this Contract
DRUG AND ALCOHOL FREE WORK PLACE
